Joyce Weiss

I work with organizations and individuals who want to kick conflict and chaos to the curb - Queen of Conflict Resolution and Communication Coach

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Joyce Recommends a Best-Selling Book about Amazon’s Communication Strategies

Do you use Amazon to purchase items, listen to music or watch a video?
Do you wonder how Jeff Bezos started Amazon.com?
Are you curious why some people stay, and others leave Amazon’s antagonistic company?

If you want answers to these questions, I recommend reading The Everything Store:  Jeff Bezos and The Age of Amazon by Brad Stone.

Bezos named his company Amazon.com in 1994.  The Amazon is not only the largest river in the world, it’s many times larger than the next biggest river.  Bezos said, “It blows all other rivers away.”  This gives you an idea of how the company was destined to be bigger than life.

You will get an inside look at Amazon in my future articles.  I find the story of Jeff Bezos fascinating and could not put the book down.  Some of his ideas are contrarian on how I feel about teams and communication strategies; while I applaud his tenacity.  I am interested in how you react to Amazon’s communication strategies.  Please send me your opinions after you read his book or my articles.

The communication strategies below will get you started.  Strap your seat belts on and decide if you could work in the unique environment.

Communication Strategies:  4 Principles at Amazon

  • Step by step ferociously
  • Impossible goals will win the day
  • Setbacks are temporary
  • Naysayers are best ignored

I agree with these principles.  Decide if you or your company can add any of these ideas to the success of the company.

Communication Strategies:  Communication is a Sign of Dysfunction

Communication StrategiesOuch.  Bezos believes that his employees should try to figure out a way for teams to communicate less with each other, not more.  Coordination among employees wastes time and the people closest to problems are usually in the best position to solve them.

I don’t agree that teams need to communicate less – yet meetings need to be more productive.  Include the right people at your meetings.  I know that employees who work directly with customers need to be part of the decision-making process.  They hear both complaints and positive feedback daily.  The answer to resolving conflict is about productive communication strategies that dig deep and solve problems in a direct and respectful way.

Communication Strategies:  Ideas from Jeff Bezos

  • Risk taking is cool
  • Defeating bigger, unsympathetic guys is cool
  • Inventing is cool
  • Explorers are cool
  • Conquerors are not cool
  • Obsessing over competitors is not cool
  • Empowering others is cool
  • Conviction is cool
  • Straightforwardness is cool
  • Thinking big is cool
  • The unexpected is cool

Which ideas from Amazon’s list do you need to discuss at your next brainstorming session?
My favorite one is straightforwardness.  No surprises for those of you who know of my work. 😊

Communication Strategies:  Amazon’s Culture is Confrontational

Communication StrategiesThis begins with Bezos, who believes that truth appears when ideas are banged against each other.  Leaders are obligated to respectfully challenge decisions when they disagree, even when doing so is uncomfortable.

The people who do well at Amazon are often those who thrive in an adversarial atmosphere.  Managers are required to grade their employees and must dismiss the least effective performers.  Many Amazon employees live in perpetual fear.

Despite the stress, former Amazon employees often consider their time at the company the most productive of their careers.  Their colleagues were smart, the work was challenging, and Amazon offered constant opportunities for learning – while others expressed anguish about their experience.  Bezos says, “the company attracts a certain kind of person who likes to pioneer and invent.”

Joyce’s Thoughts About Amazon

I am an avid fan and purchase most of my business and professional items because the price is right, returning items is a breeze, and 2-day delivery can’t be beaten – did I mention that it saves time by not going to stores?

I’m drawn to stories about brilliant people like Steve Jobs and Jeff Bezos.  Their communication skills may not be the best but their dreams and tenacity to move forward no matter what, speak to me.

Bezos told his parents that there was a 70% chance they could lose all their initial investment in their son’s company.  “I want you to know what the risks are because I still want to come home for Thanksgiving if this doesn’t work.”

Readers, is this straightforward enough for you?  It is for me!

I want to Hear From You

Add a comment to my blog on Amazon’s philosophy.  Have you ever worked in a contrarian work environment?  If so, please tell us how it worked for you and others.  You will receive a response from me because I enjoy connecting with my readers! 🙂  You are always welcome to send me a private email with concerns that you are experiencing at work.

Please share this and any article that speaks to you or your company.
Loyal readers like you help us find more people who could benefit from these posts.  Help us help them reduce conflict and improve leadership skills and quality of life.

Check out another of my book recommendations:  The Power of Why

This is Joyce Weiss
Corporate Communication Strategist and Career Coach

Have a great week.
Until next time, remember…“You Get What You Tolerate!”

 

 

 

 

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Add 26 Days to Your Year:  Reduce Conflict in the Workplace

Reducing conflict in the workplace can add productive hours to your day.

“If only I had more hours in the day.” How many times have you uttered those words?
If you’re like most people, you either think it or say it daily.  The good news is that we all have more time accessible to us.  The bad news is that we often let others steal it from us.

Consider these statistics: International Communications Research in New York surveyed over 1,000 people on how many minutes per day they are interrupted by things that they don’t want to do (not including email).  Over 42 percent of those surveyed admit that they spend 100 minutes or more every day on interruptions.

This breaks down to the following:

100 minutes (1-2/3 hours) per day
11-2/3 hours per week
26 days per year
5 weeks of vacation

Surprising, isn’t it?  While you can’t make up for lost time, you can have more time to do what you want to do – starting today! The secret is to use Be Direct with Respect® principles.

Here’s how:

Be Direct with Respect Strategy #1 to Reduce Conflict in the Workplace conflict in the workplace

When someone asks, “Can I have five minutes of your time?” the natural response is to say, “Sure,” even though you really don’t have five minutes.  And you know those five minutes will grow into 15, 20, or even 30 minutes.

A better response is, “Sure, I’d love to help you.   Let me call you when I’m done with this project;  we can talk then.” You are still engaging the person, but you’re doing it on your terms and your timeline, not theirs.

Be Direct with Respect Strategy #2 to Reduce Conflict in the Workplace conflict in the workplace

When someone tries to start a friendly conversation with you or engage in small talk and you don’t have the time, the usual response is to stop what you’re doing and talk.  After all, you don’t want to be rude.

A better response is, “I’d love to hear more about your grandkids (or your new project, the new clients, etc.).
Right now I have a meeting (or a deadline to meet, a report to finish, a doctor’s appointment, etc.). Let’s talk about this later today when I’m available.” Again, it’s just a matter of redirecting the person to your timeline.

Be Direct with Respect Strategy #3 to Reduce Conflict in the Workplace

What can you do when you are in a planned one-hour meeting with someone, the hour is almost up, and the other person shows no intention of leaving or ending the conversation? Do you let the meeting run over, and disrupt your entire day’s schedule?

A better approach is, “Our time is just about up. Why don’t we use the remaining few minutes to decide when we’ll meet again to complete this discussion?” At that point, the person may suddenly sum up all the key points. Then if additional time is needed,  you’re doing it according to your schedule.

Take Back Your Time to Reduce Conflict in the Workplace

Being Direct with Respect is a skill that enables you to stop interruptions at work or home to accomplish necessary tasks.  It’s an art to tell others that you can’t take care of their needs immediately without sounding like a selfish person. When you’re Direct with Respect, you can do what you need and want to do and get the respect from others at the same time.

By developing these three Direct with Respect strategies, you can add 26 days to your year!

Read More to discover how to reduce conflict in the workplace.  We can work together to help YOU become a master communicator.

I want to hear from you

Add a comment to my blog on what is and what is not working when you attempt to set boundaries with others.  You will receive a response from me because I enjoy connecting with my readers! 🙂  You are always welcome to send me a private email with concerns that you are experiencing at work.

Please share this and any article that speaks to you or your company.

Loyal readers like you help us find more people who could benefit from these posts. Help us help them reduce conflict in the workplace, improve leadership skills and enhance their quality of life.

Learn how I can leverage my 30+ years of communication, leadership consulting and coaching experience to help your organization reduce conflict in the workplace HERE.

This is Joyce Weiss
Corporate Communication Strategist and Career Coach

Until next time, Remember…”You Get What You Tolerate!”

 

 

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5 Easy Steps to Reduce Conflict in the Workplace

Resolving conflict in the workplace is usually a huge concern in any company or group situation, conflicts are bound to happen. When two or more people with varying personalities work together, communication differences, work style preferences, and conflicting opinions are inevitable. The key is to be able to overcome any differences so everyone stays productive and the organization excels.  It’s not easy to do yet it is possible.

How about discussions on politics?  I will not cover this conflict since people don’t know how to control their anger when discussing politics with someone who has an opposing opinion.  Does this happen in your family too? 🙂

My coaching clients use these five steps to reduce conflict in the workplace whenever interpersonal conflict arises during tough conversations.  They’ll save you both time and headaches. A true benefit is that you will even gain control back with difficult people.  I hope you are eager how you can make this happen.

Conflict in the Workplace Strategy #1:  Identify the Situation

While this step may seem obvious, you need to remember to think in specifics. Simply saying, “The marketing department drives me crazy with their ‘pie in the sky’ thinking,” will not help you resolve the issue. You need to precisely pinpoint who is causing the conflict as well as what he or she does that upsets you.

Conflict in the Workplace Strategy #2:  Make an Appointment to Discuss the Conflict conflict in the workplace

Once you’ve figured out the specifics, you need to meet with the person. Go to his or her office and say, “I need to talk to you about our working relationship. Would you be willing to meet me for lunch on Thursday?” Whatever you do, don’t barge into the person’s office and start accusing him or her of things. You want to meet the person in a public area so the conversation stays civil.

Conflict in the Workplace Strategy #3:  Craft your “I” message

The first few words you say to the person will set the tone for the rest of the meeting. Therefore, make sure you don’t accuse the person or put him or her on the defensive by using “you” statements, as in, “You are always late for work and you’re making my job very hard.” Instead, follow this formula:

I am ______________ when ____________ because _____________.
(your responsibility)         (non-judgmental)                 (how it affects you)

For example, “I am frustrated when the team agreed to be punctual for our morning meetings because people are breaking this rule.  People who are on time are upset and this is affecting the team morale.” This approach takes the attention away from the person and focuses it on the behavior that is causing conflict.

Conflict in the Workplace Strategy #4:  Set your Goal

conflict in the workplaceThink of what the other person will say and what you will say in response. Additionally, plan the desired changes you would like to see the other person implement. Don’t forget that no conflict is one-sided. You must look at the other person’s side of things and find out what you can do to make work easier for him or her too.

Conflict in the Workplace Strategy #5:  Get closure

Before leaving the meeting, detail the specific agreements both parties have made. Shake hands, and then choose a date and time that you’ll meet again to evaluate overall progress.

Conflicts don’t have to be ugly situations that cause grief and pain. Anyone can resolve conflicts by being Direct with Respect® and by keeping an open mind. The more you work toward resolving conflict in the workplace, the more successful you’ll be in business and in life.

You may even resolve those family discussions about NOT discussing politics when the anger starts making family members feel uncomfortable! 😊

I want to hear from you

Send me your questions or comments on what is and what is not working when conflict is an issue at work.  Does leadership promote resolving the conflict or hope that it will disappear?  You’ll receive a response from me because I enjoy connecting with my loyal readers! 🙂

Please share this and any article that speaks to you or your company

Loyal readers like you help us find more people who could benefit from these posts. Help us help them reduce conflict and improve leadership skills and quality of life.

This is Joyce Weiss
Corporate Communication Strategist and Career Coach

Until next time, Remember…”You Get What You Tolerate!”

PS  Read more articles and listen to podcasts at our Knowledge Base Page conflict in the workplace Here.

LEARN MORE how Joyce can help your company eliminate destructive conflict in the workplace Here.

 

 

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Why Conflict in the Workplace Research Matters: Part Two

If you are a manager or director, do you compare your conflict in the workplace with other managers or directors?
Would you like to find out what issues other managers experience?
Do you want to learn strategies how you can resolve some of your conflicts?

If so, the next two articles are for you.  They contain information I gathered from recent workshops on Resolving Conflict in the Workplace.  Let me know your specific stress so I can write about topics that fit your needs.

Read the first article in the series “Why Conflict in the Workplace Research Matters: Part One.”

Conflict in the Workplace for Managers and Directorsconflict in the workplace

I asked the following questions to managers and directors:

  • Where do you need support from senior level executives?
  • How would you rate the productivity of your meetings?
  • What do you need from upper management to help you achieve company goals?
  • What conflict in the workplace issues do you experience?

Here are some of their answers:

  • I need more staff because my team and I are all stretched to the max.  They tell us that they can’t afford to hire, but we’re all frustrated and the customers are starting to complain.
  • Star employees are leaving because we are not addressing their training issues.
  • Many of our leaders don’t know how to conduct a meeting; consequently, many meetings are a waste of time.
  • How can we reach company goals if I have to continually put out fires for my team?

Solutions to Resolve Conflict in the Workplace for Managers and Directors

  1. I need more staff because my team and I are all stretched to the max.  They tell us that they can’t afford to hire, but we’re all frustrated and the customers are starting to complain
  • Upper management needs to know about customer complaints.
  • Meet with other managers and directors.
  • Find solid evidence on how much the company is losing by not hiring qualified employees.

      2.  Star employees are leaving because we’re not addressing their training issues.

  • Ask them to find online courses that interest them if training and continuous improvement are on their list.
  • Proact and meet with star employees to discover what the company needs to keep them motivated.

   3.  Many of our leaders don’t know how to conduct a meeting and so many meetings are waste of time.conflict in the workplace

  • Amazon has are numerous books on How to Conduct Productive Meetings.
  • Purchase a few copies and conduct book reviews.
  • Each team leader will share what new strategies they learned and discuss these gems.
  • Ask employees how leaders can improve meetings.  This constructive feedback will be very helpful if it’s done with the right intent-positive feedback and not sarcasm!

4.  How can we reach company goals if I have to continually put out fires for my team?

  • Delegate to your team leaders.
  • Train them to resolve the conflict between employees or with customers.
  • This will allow you to work on company goals and free up your time to do what you need to do.

Let’s Get Real About Conflict in the Workplace

The comments above are typical of many of my clients who are managers and directors.  All levels of an organization share their frustration and they want to resolve this conflict in the workplace.  I suggest that you conduct your own research with your employees.  Take the ideas from the articles in this series as a starting point for your own issues to discuss.

I want to hear from you

Send me an Email with your questions or comments on your frustrations and conflict in the workplace. You will receive a response from me because I enjoy connecting with my loyal readers!  🙂

Please share this and any article that speaks to you or your company.  Loyal readers like you help us find more people who could benefit from these posts.  Help us help them reduce conflict and improve leadership skills and quality of life.

Read the first article in the series “Why Conflict in the Workplace Research Matters: Part One.”

This is Joyce Weiss, Corporate Communication Strategist and Career Coach

Learn how I can leverage my 30+ years of communication and leadership consulting and coaching experience to help your organization address career skills here.

Until next time, Remember…”You Get What You Tolerate!”

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Why Conflict in The Workplace Research Matters: Part One

Do you compare your conflict in the workplace with colleagues or family members?
Would you like to find out what keeps your peers up at night?
Do you want to be a fly on the wall when I interview clients about their stress?

If so, the next few articles are for you.  They contain information I gathered from recent workshops on Resolving Conflict in the Workplace.  Let me know your specific stress so I can write about topics that fit your needs.

Conflict in the Workplace for Individual Employees

I asked the following questions to individual employees:

  • What do you need to improve your quality of life and working conditions?
  • What are frustrations that you experience?
  • How would you rate your level of being heard at meetings?
  • How does the company address conflict in the workplace?

These are some of their answers:

  • Spend more time with my family.
  • We are doing way too much and the quality is suffering.
  • I’m not heard at meetings.
  • I tried to share ideas and was shut down so I just sit there.

Solutions to Reduce Conflict in the Workplace for Individual Employees

1. Spend more time with family.
Give suggestions to management about what other companies are doing to help employees balance work and home.
Discuss the option of working from home 1-2 days a week.
Find on-line stress management programs.
Bring in a local speaker during lunch and learn programs.

2.  We are doing way too much and the quality suffers.
Give management suggestions on better ways to save time.
Check out the MI LEAN Consortium for resources on productivity.

3.  I’m not heard at meetings.
Let’s start with the obvious-make sure and speak loud enough to be heard.
If possible look at the meeting agenda and think about solutions to company challenges.

4.  I tried to share ideas but was shut down so I just sit there.
The following strategy may work if you have a good working relationship with your boss.
“I don’t want to be insubordinate.  I do want to discuss a concern of mine.
I was embarrassed when my ideas were strongly rejected at the meeting because it seems like some management doesn’t want our feedback.”

Let’s Get Real About Conflict in the Workplace

The comments above are typical of many of my clients.

All levels of an organization share their frustration and they want to resolve this conflict in the workplace.  The challenge arises when there is no trust or employees attempt to convey ideas to their leaders and nothing changes.

Stay tuned.  The next few articles will contain information I gathered about managers and senior level executives.  I promise to cover solutions to many of these frustrations.

Watch my video on Working with a Bad Boss

I want to hear from you

Send me an Email with your questions or comments on your frustrations and conflict in the workplace. You will receive a response from me because I enjoy connecting with my loyal readers!  🙂

Please share this and any article that speaks to you or your company.
Loyal readers like you help us find more people who could benefit from these posts.  Help us help them reduce conflict and improve leadership skills and quality of life.

LEARN MORE how Joyce can help your company eliminate destructive conflict in the workplace here.

 

This is Joyce Weiss, Corporate Communication Strategist and Career Coach

Until next time, Remember…”You Get What You Tolerate!”

 

 

 

 

 

Contact Joyce

Email: joyce@joyceweiss.com
Phone: 248-681-5831